本文關(guān)鍵詞： 勝任力 培訓(xùn) 崗位 路徑　出處：《蘭州大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

【摘要】：全國經(jīng)濟(jì)快速發(fā)展,人才的競(jìng)爭成為各大企業(yè)競(jìng)爭的前提。由此,員工的有效培訓(xùn),恰恰是提升人才競(jìng)爭的最有效的競(jìng)爭之一。近幾年來,甘肅省農(nóng)村信用社人才隊(duì)伍的結(jié)構(gòu)不斷優(yōu)化,但與其他商業(yè)銀行相比,農(nóng)村信用社仍存在專業(yè)人才、管理型人才不足。為進(jìn)一步加強(qiáng)復(fù)合型人才隊(duì)伍的培養(yǎng),適應(yīng)甘肅省農(nóng)村信用社的轉(zhuǎn)型改制所需,應(yīng)構(gòu)建新型的、符合時(shí)代要求的、具有競(jìng)爭性的員工培訓(xùn)體系,強(qiáng)化員工培訓(xùn),使廣大員工立足現(xiàn)代商業(yè)銀行的經(jīng)營管理理念。本文首先分析了對(duì)勝任力概念進(jìn)行了界定,闡釋了對(duì)勝任力國內(nèi)的研究；闡述了甘肅省農(nóng)村信用社發(fā)展概況,對(duì)信用社員工的素質(zhì)現(xiàn)狀進(jìn)行了分析；指出甘肅省農(nóng)村信用社最近幾年來的培訓(xùn)工作成效以及培訓(xùn)問題原因；按照核心勝任力、專業(yè)勝任力、操作勝任能力、服務(wù)勝任能力、銷售、營銷勝任力五個(gè)方面對(duì)甘肅省農(nóng)村信用社員工的勝任能力進(jìn)行了分析,對(duì)綜合柜員、分社復(fù)核員、分社主任、分社大堂經(jīng)理、大社主任、信貸主任、金融理財(cái)師、后備干部八個(gè)崗位構(gòu)建了培訓(xùn)路徑,并對(duì)培訓(xùn)路徑以后的升級(jí)和管理進(jìn)行了構(gòu)建；最后對(duì)甘肅省農(nóng)村信用社講師培訓(xùn)體系的建立確定了標(biāo)準(zhǔn),提出了相關(guān)的建議。
[Abstract]:With the rapid development of the national economy, competition for talents has become a prerequisite for competition among major enterprises. Thus, effective staff training is precisely one of the most effective competitions to promote competition for talents. In recent years, The structure of talents in rural credit cooperatives in Gansu Province is continuously optimized, but compared with other commercial banks, there are still professional talents and insufficient managerial talents in rural credit cooperatives. In order to meet the needs of the transformation and restructuring of rural credit cooperatives in Gansu Province, we should construct a new type of staff training system that meets the needs of the times and has competitive training system to strengthen staff training. This paper first analyzes the definition of competence, explains the domestic research on competency, and expounds the development of rural credit cooperatives in Gansu Province. This paper analyzes the present situation of the quality of the employees of the credit cooperatives, points out the effectiveness of the training work of the rural credit cooperatives in Gansu Province in recent years and the reasons for the training problems, according to the core competence, professional competence, operational competence, service competence, This paper analyzes the competence of rural credit cooperative employees in Gansu Province from five aspects of sales and marketing competence, including comprehensive teller, branch reviewer, branch director, branch lobby manager, big society director, credit director, financial planner. Eight positions of reserve cadres set up the training path, and the training path after upgrading and management were constructed; finally, the establishment of Gansu Province Rural Credit Cooperative Lecturer training system established the standard, and put forward the relevant suggestions.
【學(xué)位授予單位】：蘭州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F832.35

【參考文獻(xiàn)】

相關(guān)期刊論文 前1條

1 鄭常青;;企業(yè)員工培訓(xùn)方法的選擇[J];企業(yè)改革與管理;2008年01期

，

本文編號(hào)：1509358